News & events

Bridging the science gender gap | 31/05/2013

It's a shocking fact that only 12% of people working in science and engineering in the UK are women. CCFE is no stranger to this problem, but is trying to turn it around by signing up to Athena SWAN – an accreditation programme that encourages gender equality in science.

A closer look at the figures reveals the extent of the challenge. 70% of women with science qualifications do not work in the field (compared with 35% of men). Only a third of women go back to work in science after a career break. And female representation in senior roles at research institutes is extremely low – only a few percent.

One of the driving forces behind CCFE's Athena SWAN application is diagnostic physicist Dr Joanne Flanagan (pictured). Joanne has been at Culham for five and a half years, developing advanced techniques for measuring the properties of plasmas inside fusion devices. She has personal experience of the problem, having taken time out to start a family and now juggling her career with bringing up a young child.

“I've been passionate about the issue for a long time and wanted to do something about it,” explains Joanne. “It's mission-critical for CCFE – if we want to be the best we have to draw on all our resources, and if we're missing out on women we're missing out on 50% of the good people.”

Acute situation

CCFE's situation is even more acute than many research organisations, due to the large number of engineering roles in the fusion programme. Engineering is a particularly male-dominated profession, a factor that brings down the overall level of women in technical roles at Culham to around 7%.

Joanne says: “I actually think CCFE compares well with a lot of employers – we have a lot of the right policies and practices. Personally I've been able to fulfil my professional ambitions here and accommodate my family life as well. If I have to leave work early and pick up my son from nursery because he's ill, I'm never made to feel it's a problem. But we need to ensure the experience is the same for everyone and that Culham is a welcoming place for women to come and work. Measures like flexible and part-time working will benefit men as well of course.

“So many things contribute to the overall culture, from employment policies down to less noticeable things like having more women speakers at colloquia. Just the process of applying for Athena SWAN status will help us to get talking about the issue, and assess where we are and what we need to improve on.”

Inclusive culture

The Athena SWAN award scheme recognises excellence in promoting careers for women in science. The criteria for attaining the awards get gradually tougher, from bronze to silver through to the coveted gold status – requiring employers to show evidence of their activities and achievements at every stage. Accreditation is not easy to achieve (only two bodies have gold awards) and is reviewed every three years to ensure no easing off in commitment.

The scheme started in 1995, and is becoming increasingly influential, with 176 awards now made throughout the UK and a record 68 this year. Some research councils have made Athena SWAN membership a precondition of funding – perhaps the ultimate incentive for change. Initial reluctance to sign up gave way to enthusiasm as positive results became clear, in a more inclusive culture, in productivity and in recruitment and retention.

Until recently, Athena SWAN concentrated solely on universities and academic institutions. Now it is branching out to include other research organisations, and CCFE is involved in a pilot project as part of this expansion. A self-assessment team (pictured right) has been set up at Culham with representation from staff of all levels and career stages, with a five-year plan to achieve and retain the Athena SWAN silver award.

“We'll take our time in applying and make sure we get it right,” says Joanne. “First we have to collect data, benchmark, and identify and understand the issues. Then it's about prioritising areas to improve and producing a plan of action. The current recruitment drive at CCFE, for example, is a golden opportunity to attract more women and redress the balance.

“We have a long way to go but joining the Athena SWAN scheme gives us a framework for getting there.”